Isothermal Community College

Learning College Manual

Human Resources

Personnel Salaries

I.    OVERVIEW

The monthly and annual salaries or hourly rates of pay from all fund sources for all employees shall be established by the President and shall be within the budget approved for the College by the State Board of Community Colleges and/or the Board of Trustees with the exception of the President’s salary. The state funded portion of the President's salary shall be approved by the North Carolina Community College System president in accordance with the state salary schedule for presidents and the local salary supplement as approved by the trustees.

If the budget permits, salary increases shall be granted annually or upon promotion to a higher position.  All hourly, monthly, and annual salaries for full-time or part-time personnel shall be certified by the President of the College and reported to the North Carolina Community College System office. 

II.  FACULTY SALARY PLAN

The guidelines set forth below are intended to establish minimum starting salaries for new faculty. Salary increases are subject to state and local direction.  Increases or decreases may be realized as a consequence of state legislation, local performance reviews, state or local budget matters and/or state or local efforts to provide higher competitive salaries. The President is authorized to set and adjust state and county salaries of all faculty members.

A faculty member’s initial salary shall be determined by a combination of factors including educational preparation, prior experience and critical factors. The potential for salary adjustment based on experience and/or critical factors is intended to provide flexibility in setting a salary that will attract highly qualified candidates.  

  1. Educational Preparation 

    A nine month base salary shall be established by educational preparation. The Board of Trustees authorizes the President to establish a base salary schedule in accordance with the annual salary scale promulgated by the North Carolina State Board of Community Colleges.  The President will provide adequate notice to all employees regarding the salary schedule.

    Faculty under contract that achieve a higher degree or credential level relevant to their duties and position at the College may receive an adjustment in their base salary per the schedule established by the President. To be eligible for this increase, however, the higher credential must be included in an approved Performance Enrichment Plan (PEP). A faculty member possessing or achieving an additional lateral degree will not receive an increase unless it is deemed beneficial to the College and included in the employee’s approved PEP and preapproved by the President. Adjustments for credentials earned prior to July 1 or the beginning of the academic year shall be implemented in the July 1 fiscal year or academic year contract. Any increase is contingent on availability of funding and/or restrictions or mandates from the College, the North Carolina Community College System or the Office of State Budget and Management related to budget management.

    All faculty salaries across the College will be reviewed on an annual basis. 
  2. Prior Experience and Critical Factors

    The experience factor is intended to recognize the relatedness and importance of the candidate’s previous teaching experience in the field in which the employee will teach at the College. Critical factors include, but are not limited to, the recognition of market conditions, special circumstances related to the needs of the College or of the unique attributes of the candidate. The date of the experience and the nature of the experience in relation to specific responsibilities at the College are the overriding considerations. The Board of Trustees authorizes the President to establish any other critical factors that may be needed to increase the College’s reputation in select fields.  

    This plan will be reviewed and adjusted, as needed, but at a minimum, on a five (5) year basis. Adjustments, if made, may be based on changes in state appropriation levels, cost of living indexes and/or efforts to increase the College’s overall reputation or in select fields.

III.    ADJUNCT FACULTY SALARY PLAN

      The President shall establish an adjunct faculty salary plan which, at a minimum, sets forth the base contact hourly rate for adjunct faculty members.  The President shall revise this plan on an as needed basis.

IV.    STAFF AND INSTRUCTIONAL PARAPROFESSIONAL PERSONNEL

The guidelines set forth below are intended to establish minimum starting salaries or hourly rates for staff and instructional paraprofessional personnel. Salary increases are subject to state and local directions. Increases or decreases may be realized as a consequence of state legislation, local performance reviews, state or local budget matters and/or state or local efforts to provide higher competitive salaries. The President shall establish a base salary plan for all staff and instructional paraprofessional personnel, whether full-time or part-time.  The plan shall, at a minimum, set forth the base rates for all staff and instructional paraprofessional positions. The President is authorized to set and adjust state and county salaries of all staff and instructional paraprofessional personnel. This plan may be reviewed, as needed, but at a minimum, on a five (5) year basis.

The initial salary of staff and instructional paraprofessional personnel shall be determined by a combination of factors including educational preparation, prior experience and critical factors. The potential for salary adjustment based on experience and/or critical factors is intended to provide flexibility in setting a salary that will attract highly qualified candidates.

  1. Educational Preparation 
    Staff and instructional paraprofessional personnel achieving a higher degree or credential level relevant to their duties and position at the College may receive an adjustment in their base salary in accordance with the salary plan. The degree or diploma pursued must be directly related to the employee’s responsibilities and be pre-approved in writing by the immediate supervisor and the President. An approved Performance Enrichment Plan (PEP) must be used to satisfy this requirement. Salary adjustments are made in the subsequent fiscal or academic year contract. Any increase is contingent on availability of funding and/or restrictions or mandates from the College, the North Carolina Community College System or the Office of State Budget and Management related to budget management.

Compensation will adhere to the prevailing minimum wage set by the N.C. Department of Labor and/or U.S. Department of Labor.

Depending on the skills involved and the availability of such personnel, supervisors may need to negotiate a higher rate with the President.

Policy No: 303-01-00BP

Reference:  23 NCAC 02C.0210(24); 23 NCAC 02D.0101
Adopted:  May 11, 2010
Amended:  May 24, 2011